The Benefits of Gender Diversity in the Workplace - Research Paper Example

? The Benefits of Gender Diversity in the Workplace Introduction The business environment is observed to growingly become competitive and is witnessed to undergo constant alterations owing to globalization which is developing to be a major challenge for the survival of the organizations. The rate of globalization is speedily escalating which is triggering the need of superior communication among the individuals belonging to varied genders. Individuals are no longer believed to exist in a restricted marketplace as the growing aspect of globalization makes them an imperative part of the global economy which is known to witness competition from almost all the existing continents. Owing to such reasons, it is deemed to be necessary for both profit oriented as well as non-profit organizations to engage and accept the notion of diversity with regard to gender for the reason of attaining increased creativeness as well as productivity (Rosado, 2006). Gender Diversity in Workplace The idea of gender is primarily based on the dissimilarities of features amid the individuals of different sex. These features act as a basis which discerns the males from the females. It is also based on the feelings of an individual of being a male or a female. Gender diversity generally relates to the proportion or ratio of the overall males to the overall females. The degree of diversity signifies whether the distribution of the genders is equal or it is distributed unevenly (Walter, 2012). Greater degree of diversity within a certain organization with regard to age is known to offer increased viewpoints as well as generation of fresh ideas. It is even considered imperative for the reason of augmenting the competence in terms of comprehending the requirements of the customers. The aspect of diversity in relation to gender in the workplace assists in triggering an ensuring increased degree of sales for the organization. Gender diversity is also considered important for an organization for the reason of ensuring the sustenance of their respective operations. The notion of gender diversity relates to the actuality of the existence of variation in terms of the genes with regard to a species. The factor of genetic diversity makes it likely for a specific populace to become accustomed to the surroundings along with responding to the usual selection. The degree in relation to genetic disparity is considered to be the foundation of speciation. This specific factor is known to pose an influence regarding the ways individuals act together and perform or conduct oneself with respect to the other individuals present in the organization (Green, Lopez, Wysocki, & Kenper, 2011).. As a result of the mounting globalization in the industrial sector gender diversity has surfaced as quite an essential aspect for the modern business organizations. Gender diversity with regard to workplace has been defined as the comprehension and recognition of employees of both the genders. The major guiding forces of gender diversity within the workplace are the women employees. It is worth mentioning that during the recent days, business organizations have noticed the highest level of female employees in the workplace. Consequently, the number of families possessing dual income sources has also augmented along with the numbers in relation to working mothers who are single (Green, Lopez, Wysocki, & Kenper, 2011). Gender Diversity and Its Implications Gender diversity with regard to the workplace is noticed to prove gainful for the employers as well as the employees. The employees working in the same organization are likely to be quite reliant upon each other in terms of their work. In this context, the individuals of different genders significantly require to develop mutual respect for the reason of enhancing their productivity. Diversity in the work place can work quite effectively in boosting the marketing opportunities of the organization. It can further facilitate in encouraging creative activities amid the individuals and can also aid in recruitment activities (Green, Lopez, Wysocki, & Kenper, 2011). Gender diversity has been also observed to create an influence on the social as well as cultural environment. Gender diversity is regarded as essential and advantageous for both the members as well as the organization itself. This form of diversity is believed to introduce considerable prospective returns, for instance increased degree of innovation, creativity along with enhanced problem solving and decision making. These factors prove to be quite advantageous for the organizations as it contributes greatly towards superior product development along with competently catering and marketing to the requirements of the varied range of customers (Green, Lopez, Wysocki, & Kenper, 2011). Gender diversity makes the organizations competent enough to successfully compete in the international markets. However, it needs to be mentioned in this regard that organizations practicing gender diversity is measured to make certain of their extent of success till the time adequate degree of communication would exist amid the genders. Individuals of the opposite genders from various cultures would tend to decipher messages in dissimilar ways which imply that an effectual form of communication is considered to be crucial for the reason of effective performance with regard to an organization. Thus, it can be well comprehended that any kind of miscommunication within the genders would direct towards an immense amount of challenges and can even prove fatal for the particular organization (Green, Lopez, Wysocki, & Kenper, 2011). However, it has been noticed that managing gender within the workplace is likely to be much difficult than implementing it. For instance, Wal-Mart which is amongst the leading retail chains had faced one of the most severe lawsuits ever as a result of discrimination among the male and female employees. ‘Discrimination’ is essentially a term taken from sociology which refers to the behavior which is in support or against a definite individual falling under a certain category. In this context, favoritism can be of several types. The first category of discrimination or inequity is termed as the disparate treatment which generally refers to treat the individuals of different genders differently. The second category of gender diversity is the disparate impact and is a quite complex concept than the earlier one. This kind of discrimination involves excluding an individual of a particular gender from attaining a reputable position in the organization even though it is against the organizational policies. The third category is preferential treatment at work and it can arise from the side of the employer as well as the colleagues (SlideShare Inc, 2012). Benefits of Gender Diversity At Workplace It has been affirmed by a number of studies that gender diversity within the top-level management has certain positive influences on the overall performance of an organization. However, even in the recent days the numbers with regard to female directors in the board rooms have been noticed to be quite less than the male directors. There are various significant barriers which restrict the women employees from acquiring the top managerial positions. One of the major reasons in this regards is likely to be the family constraints that the female individuals face. This kind of family constraints varies in terms of strictness from one nation to another. Certain researches have also stated that there are a few barriers within female individuals themselves which restrict them from building a position of their own within the corporate world (Snowdon, 2011). There is an extensive assortment of reasons owing to which it can be advised that organizations should make endeavors to make sure of diversity in its workforce. The market in which the business organizations function is quite diversified in nature. Therefore, a diverse workforce is likely to facilitate in the better understanding of the market environment. Certain studies have revealed that a diversified workforce is likely to possess the abilities of introducing new perspectives and can also facilitate in bringing new leadership styles as well (Apex CPE, 2006). It has been revealed in numerous studies that increased amount of gender diversity in a particular working team of an organization raises the probability of problem solving as well as innovation. It has also been represented with the help of statistics that organizations which include female members in their respective boards have been measured to experience greater degree of success in comparison to those without. It has been found and ascertained with the help of numerous research studies that a greater extent of women are known to possess the factor of Emotional Intelligence. This is referred to a collection of skills that differentiates the way an individual deals with the aspect of feelings, communicate as well as act together or relate with different individuals. It was proved and validated by quite a few numbers of experts that the factor of emotional intelligence in actuality is considered to be the indicator in relation to superiority on almost every kind of job. Having increased rate of gender diversity facilitates the workforce to entail a wide assortment of various leadership styles which is perceived to eventually lead towards increased creativity as well as innovation (Pearson Education, 2012). Ensuring the factor of gender diversity in a particular organization assists in connecting the array of talents present in a particular organization. The practice of identifying gender diversity aids in making the individuals possessing the required form of talents feel needed which triggers a feeling of belonging within these individuals. This mentioned feeling as a result assists in augmenting the degree of dedication as well as loyalty of such individuals towards the concerned organization which further facilitates them in offering their respective contribution in an exceptional way. The appropriate practice of gender diversity is learnt collectively bring the individuals of the opposite genders from dissimilar backgrounds who consist of significant proficiencies that are competent of encouraging organizational progress and triggering overall development along with competitiveness (Szoke, 2011). The benefits in relation to gender diversity could be observed evidently in a number of areas like exploiting as well as exploring the fresh markets and developing strategic benefit accompanied with employee associations. In an environment which is considered to be diverse and facilitates the communication amid individuals along with efficient distribution of ideas, in such instances, organizational development accompanied with sound health is bound to prevail. The exchange of thoughts is believed to initiate an ambience related to talent recognition which is known to engage the potential of guiding towards enhancements in terms of employee relations. When it is supposed by individuals that their respective thoughts and cultures are being appreciated then it helps in triggering a greater feeling of ownership within the organization (Shakhray, 2009; Golembiewski, 1995). It is identified with reference to the above context that the pursuance of gender diversity entails the possibility of guiding towards superior results in terms of decision making. The rationale behind the reason in relation to superior decision-making with the aid of gender diversity is learnt to be their respective contributions towards the advantage of alternative opinions as well as viewpoints. This definite aspect is believed to facilitate for a broader variety of prospects that is proficient of being produced by a certain homogeneous group. It is believed in this respect that diversity facilitates in bringing collectively the various experiences as well as viewpoints that are regarded to act as mediums or rather catalysts for the reason of productivity followed by innovation. Equal Employment Opportunity (EEO) is considered to be a vital part of the broader concept in relation to diversity. Maintaining gender diversity is regarded as an essential fraction of EEO (Wong, 2001). EEO and managing of diversity are not regarded to be jointly exclusive and is learnt to ideally encourage each other. Demarcation of the disparities however, is supposed to be vital in deriving constructive responses from the individuals for social as well as moral reasons. Managing diversity, conversely, is believed to serve economic reasons. Diversity in the workplaces is stated to be the assortment of disparities existing among individuals within an organization. Diversity is not only considered to be the factor or aspect of the way individuals recognize themselves but it also entails the aspect of the manner or way they recognize or view others (Kreitz, 2007). Recruitment of both men as well as women staff in organizations aids in luring along with holding on to the best qualified and competent staffs. Gender diversity aids in escalating the chances of effective innovation as well as productivity of the organizations. A combination of both male as well as female employees in the workforce or having groups that are considered to be demographically heterogeneous is considered best suited for any organization as it is known to offer a multiplicity of viewpoints. These stated viewpoints are supposed to entail likeliness of improving the creation as well as development of the factor of knowledge in an organization. Men along with women are considered to be members belonging to dissimilar groups with regard to their respective sex. This particular factor creates an imperative point of difference between them with regard to their characteristics. Therefore, gender diversity would ensure the employment of the best required characteristics and competencies of both the genders (Nelson & Quick, 2007). The need for a diverse workforce is deemed necessary owing to the talent competition, altering business environment, demographics and the marketplace requirements. It is crucial for a diverse workforce to entail both male as well as female employees from various cultural backgrounds. It becomes important mentioning in this particular context that gender is considered to be quite a fundamental part in relation to the talent base of the organizations. Investments in relation to the aspect of gender inclusion are considered to be an issue of survival for the organizations. Effectual diversity management calls for the requirement of gender inclusion which would help to give rise to an environment of work which would take care of the participation, teamwork and cohesiveness. A culture that is considered to be inclusive in nature is believed to aid in the utmost capitalization of the human capital of a particular organization. It is mentioned in case of young as well as budding organizations to engage approaches related to inclusiveness as it is considered to offer them the additional benefit of entrenching it quite effortlessly into the prevailing culture with regard to such organizations (Nelson & Quick, 2007). The engagement of an inclusive workforce in an organization helps in augmenting the extent of adaptability of the workforce along with the overall organization. As previously mentioned an inclusive workforce would be able to offer a wider assortment of solutions for problems experienced in the field of service, distribution and sourcing of resources. The male as well as the female employees tend to share a diverse background which facilitates individual know-how and skills in putting forth ideas which are deemed to be elastic in getting used to the unpredictable customer as well as market demands (Ely & Thomas, 2006). Conclusion The above discussion brings out the actuality with regard to the necessity of a workforce that is diverse with regard to gender in organizations. It is quite evident from the above made explanation that organizations need to entail both men as well as women in their respective workforces for the reason of ensuring the efficiency of the business operations which in turn would contribute towards the overall success of the organizations. The notion along with the benefits associated with gender diversity in relation to the workforce has been lucidly highlighted which helps in comprehending the aspect of gender diversity in a detailed way. The appropriate gender diversity management helps in initiating improved interpersonal communication between the employees, receptiveness to the demographic as well as social alterations, a drop in litigation related to equal employment and an atmosphere of equality and justice (Pynes, 2008). References Apex CPE. (2006). Understanding and managing organizational behavior. Delta Publishing, pp. 1-190. Ely, R. J. & Thomas, D. A. (2006). Cultural diversity at work. Inside Organizations, pp. 302-327. Green, K. A., Lopez, M., Wysocki, A., & Kepner, K. (2011). Diversity in the workplace: Benefits, challenges, and the required managerial tools. University of Florida, pp. 1-3. Golembiewski, R. T. (1995). Managing diversity in organizations. United States: University of Alabama Press. Kreitz, P. A. (2007). Best practices for managing organizational diversity. Stanford University, pp. 1-32. Nelson, D. L. & Quick, J. C. (2007). Understanding organizational behaviour. United Kingdom: Cengage Learning EMEA. Pearson Education (2012). The diverse workforce: Individual differences, personality, and career development. Individuals in Organizations, pp. 70-99. Pynes, J. (2008). Human resources management for public and nonprofit organizations: A strategic approach. United States: John Wiley & Sons. Rosado, C. (2006). What do we mean by “Managing Diversity”? Southern Connecticut State University, 3, pp. 1-15. Shakhray, I. (2009). Managing diversity in the workplace. Munich: GRIN Verlag. SlideShare Inc. (2012). Gender discrimination in the corporate world. Slideshare. Snowdon, G. (2011). Women still face a glass ceiling. Retrieved from http://www.guardian.co.uk/society/2011/feb/21/women-glass-ceiling-still-exists-top-jobs Szoke, H. (2011). Embracing gender diversity as a business imperative, women and leadership Australia. Retrieved from http://www.humanrightscommission.vic.gov.au/index.php?option=com_k2&view=item&id=1292:embracing-gender-diversity-as-a-business-imperative-women-and-leadership-australia&Itemid=514 Walter, W. (2012). Gender Diversity. Professional Association for Gender-Competent Education and Consulting. Wong, S. L. (2001). Managing diversity: Institutions and the politics of educational change. United States: Rowman & Littlefield. Read More